The Center for Sales Strategy Blog

Have you ever heard about Katie Francis, who shattered the 30-year-old world record by selling 21,477 boxes of Girl Scout Cookies in 2014?

On weekdays, Katie worked seven hours a day selling cookies. On weekends, she put in 12 hours a day. What started as a goal of selling 18,100 boxes, quickly raised to 20,000, and then to 21,000. Katie’s a goal-setter — and reaching a goal just motivates her to set a higher goal. She sold a record of 100,100 boxes of girl scout cookies in her seven years as a girl scout.

To be successful in sales, Katie quickly learned you can't take "no" personally. This young lady has a solid ego that rejects rejection along with an agile mind that readily learns and adapts.

“Why interview if I can’t hire?” This is a frequently asked question this year — and understandably so. Recruiting top sales talent takes time and energy, and it feels pointless if you’re a company experiencing a hiring freeze. Let’s pause there for a minute.

While not under a hiring freeze, college football teams are limited to the number of players that they can have on the roster. However, that doesn’t stop recruiters from scouting more players than their roster can accommodate in search of top recruits. They’re actively recruiting the best talent to build a winning team for future seasons to ensure the best replacement for this season’s graduating players. Plus, they know that not every player to whom they offer a position will accept.

In the business world, the same rules apply. Building a winning legacy depends on having top talent on your staff and top talent ready to join in a moment’s notice. Because we know turnover is inevitable. It isn’t a matter of if it will happen; it’s a matter of when.

Can you identify with the following situation — and can you learn from this story?

A highly talented salesperson has a lot of natural ability, and when engaged, they're one of the company’s top performers. However, when not that engaged, they're occupied with other things outside of work and seems to lack the desire and drive to succeed in their job. 

We talk a lot at The Center for Sales Strategy about putting the right people in the right jobs and we believe that when you do that, they naturally soar with their strengths. Throw a fish in the water and it swims. Put Taylor Swift on stage and she belts it out. Hire someone who is born to sell, and they sell.

Except when they don’t.  

One of the most frustrating problems a sales leader encounters is managing an underperforming sales rep.

When you hire a seller, you see talent and potential. You know they’re a solid performer with a track record for success. However, they’re now in the 20-30% of sales staff that’s underperforming.

Interestingly, the pandemic has caused many successful AEs to struggle with sales performance. Seasoned reps with long term Key Accounts are suddenly finding themselves with no clients. Some of these reps now find new business development as their primary focus — and they don’t like it.

How can you help underperforming sales reps succeed?

Sales coaching isn’t a one-size-fits-all process. Each salesperson on your team offers a special blend of talent. As a leader, your responsibility is to coach based on a clear understanding of all their strengths and weaknesses. 

You know that coaching your team as individuals is essential to their growth and success. But for a remote sales team, coaching takes on a higher level of importance.

While the environment has changed, your rep’s talents have remained the same. Since moving to remote work, we’ve noticed a few talent combinations that are hindering salespeople from performing their best. Have you?

Sales leaders that commit to growing and developing their people through effective feedback boost sales performance, attract and retain top talent, and outperform other organizations that fail to make feedback and coaching a priority.

Recruiting and Selecting highly talented people for your organization is critical - but you can’t stop there. Innate talents cannot develop into strengths until your team members can use them consistently, confidently, and productively.

Providing consistent and specific feedback on performance is key in helping direct reports learn, grow, and maximize their strengths.

“More than ever, future hires will come from within the company. In an increasingly tight talent market, organizations will rediscover the benefits of internal hiring and work to better understand how their employees want to learn and grow.” — 2020 Talent Magazine

Recruitment is all about finding and attracting the right employee to your company. But sometimes, the individual you need to fill a vacant position already works within your existing business structure.

At The Center for Sales Strategy, we’re firm believers in always searching for talent. However, we’re also advocates for using empathy to better understand how people want to learn and grow. This is why one of the top recruitment trends in the 2020 Talent Magazine is internal recruitment.

Just as you’re adjusting to the new normal, it’s time to readjust to something else. However, if you want to maintain a successful business reputation and make a difference in your bottom line during this era of uncertainty, it’s vital to readjust and re-evaluate your company culture.

Beth Sunshine, VP of Talent Services at The Center for Sales Strategy (CSS) advises management, “Don’t let these unusual times drive your culture! Take this opportunity to be highly intentional.” Are you offering your employees the job perks that will keep them happy, motivated, and engaged?

Sales structures look different for all organizations depending on the industry, size of the team, product, and the sales process. As your company and people evolve or as things change in your business sector, your sales structure should change as well in order to maintain a competitive advantage.

Companies that identify the need to change sales structure continue to grow, while those who ignore it find themselves struggling to meet sales goals and stay competitive. According to the recent Media Sales report, 60% of sales managers don’t feel they have the right number of salespeople on their team. This leads to a couple important questions:

• Is it the number of people on your team that needs adjustment?
• Or is it the sales structure and expectations aren’t in line with sellers’ true talents?

With the recent layoffs and furloughs, social distancing, and working from home, there’s more talent available on the market than ever before. “As a result of the pandemic, it’s become an employer’s job market,” states a recent Forbes article. “Candidates will have to get more assertive and creative in finding ways to help them stand out or get lost in the crowd.” 

While there has always been a need for a strong talent bank, now is the time to really start building one that will set you up for future success. Due to the current economic situation, you have a unique opportunity to find new talent that would have otherwise been unapproachable. 

How do you find top sales talent? Where do you look for sales talent? Who should you add to your talent bank? Keep reading for the answers!